The Application of Psychological Capital in Human Resource Management

Xiaoyang Liu

doi:10.47297/wspdecWSP2515-797314.20250908

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The Application of Psychological Capital in Human Resource Management

9卷第8期

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The Application of Psychological Capital in Human Resource Management
The Application of Psychological Capital in Human Resource Management
Shangdi Hospital, Beijing, 100001, China
2025年9卷第8期页码：81-85
纸质出版：2025-08-30
DOI：10.47297/wspdecWSP2515-797314.20250908
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Xiaoyang Liu. (2025). The Application of Psychological Capital in Human Resource Management. 发展经济学, 9(8), 81-85.

Liu Xiaoyang.The Application of Psychological Capital in Human Resource Management[J].Development Economics of China,2025,09(08):81-85.
Xiaoyang Liu. (2025). The Application of Psychological Capital in Human Resource Management. 发展经济学, 9(8), 81-85. DOI： 10.47297/wspdecWSP2515-797314.20250908.

Liu Xiaoyang.The Application of Psychological Capital in Human Resource Management[J].Development Economics of China,2025,09(08):81-85. DOI： 10.47297/wspdecWSP2515-797314.20250908.

摘要

Abstract

Psychological capital (PsyCap) is a core construct in positive organizational behavior

referring to an individual's positive psychological state of development that is characterized by self-efficacy

optimism

hope

and resilience. It is an asset that can be developed

invested in

and yield returns. As the psychological foundation and internal driving force underlying both human and social capital

psychological capital not only contributes to employees' mental health but also exerts a significant influence on job performance

organizational commitment

and innovative behavior. In human resource management (HRM) practice

psychological capital can serve as a strategic resource systematically integrated into various HR processes

including job analysis

recruitment and selection

training and development

compensation and incentives

employee assistance programs

and performance management. By employing psychological capital assessments

implementing PsyCap interventions

and establishing incentive systems oriented toward the enhancement of psychological capital

organizations can effectively strengthen employees' self-efficacy

hope

and psychological resilience

thereby fostering potential development and optimizing organizational effectiveness. Integrating the concept of psychological capital into the HRM system not only facilitates the transformation of HR practices from administrative to strategic functions but also provides new theoretical and practical pathways for organizations to achieve sustainable competitive advantage.

关键词

Keywords

references

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